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Onboarding - Make It More Effective Through Mentoring

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Onboarding - Make It More Effective Through Mentoring

  1. 1. © Insala All Rights Reserved ONBOARDING NEW HIRES: How to Make Onboarding More Effective Through Mentoring
  2. 2. JUDY CORNER Mentoring Subject Matter Expert I N S A L A © Insala All Rights Reserved
  3. 3. INSALA improves organization performance by developing your talent. 1 2 3 4 5 We provide solutions to help your employees grow and develop. © Insala All Rights Reserved
  4. 4. © Insala All Rights Reserved LinkedIn Group: Mentoring Thought Leaders’ Club www.linkedin.com/company/insala 1K + Members Over 1200 Members
  5. 5. 1. The 2017 New Hire: Expectations and Retention Trends 2. Possible Onboarding Challenges 3. How Mentoring Supports Today’s Onboarding Challenges 4. Designing A Mentoring Program To Support Onboarding 5. Case Study AGENDA © Insala All Rights Reserved
  6. 6. © Insala All Rights Reserved Firstyearhirescarrythehighestriskofturnover–Onboardingshouldbeatoppriority Whyshouldyoucontinuallyinvestinonboarding? W H Y I N V E S T I N O N B O A R D I N G ? Come back! No!
  7. 7. Business Case for Mentoring for Onboarding • Team Building • Reduced Time to Productivity • Increase Engagement • Attract and Retain Top Talent • Build Trust / Alignment
  8. 8. © Insala All Rights Reserved in NEW HIRES
  9. 9. © Insala All Rights Reserved New hires expect… • A plan for growth and development • The tools and resources to do their job right • Someone to show them the ropes EXPECTATIONS Too many new hires are left to flounder on their own!
  10. 10. © Insala All Rights Reserved RETENTION TRENDS • 86% OF NEW HIRES make their decision to leave or stay within the first 6 months. (Aberdeen Group) • 89% OF NEW HIRES say they do not have the optimum level of knowledge and tools necessary to do their job. (Aberdeen Group) • ½ OF ALL HOURLY WORKERS leave their new jobs within the first 120 days. (SHRM)
  11. 11. New employees who attend a WELL-STRUCTURED onboarding program are 69% MORE LIKELY TO STAY WITH AN ORGANIZATION after 3 years (Korn Ferry) © Insala All Rights Reserved
  12. 12. © Insala All Rights Reserved MENTORING can increase retention of new hires even more!
  13. 13. © Insala All Rights Reserved For the new hire, a mentor can: • Start them off on the right foot and successfully integrate them • Help increase the employee's self-confidence • Identify and mentor on missing skills and impart knowledge and expertise • Enhance professional development
  14. 14. For the mentor, • Continually build professional network inside organization • Receive fresh ideas • Receive positive recognition and reinforcement from their new hires © Insala All Rights Reserved
  15. 15. © Insala All Rights Reserved For the organization, mentoring can: • Enhance organization’s culture • Cultivate employee loyalty • Protect their investment in the recruiting process • Improve new hire time to productivity
  16. 16. © Insala All Rights Reserved Possible ONBOARDING Challenges
  17. 17. Poll #4 What challenge do you foresee launching a mentoring program for onboarding? – Delays in offering onboarding – Overloading new hires – No accountability or metrics – Not enough resources to go beyond basic HR onboarding tasks – Timeframe is too short
  18. 18. © Insala All Rights Reserved POSSIBLE CHALLENGES FACING ONBOARDING PROGRAMS 1. Overloading new hires 2. Delays in offering onboarding 3. Timeframe is too short 4. Not enough resources to go beyond basic HR onboarding tasks 5. No accountability or metrics
  19. 19. © Insala All Rights Reserved Today’s Challenges How Mentoring O V E R C O M E S
  20. 20. © Insala All Rights Reserved CHALLENGE: Overloading new hires SOLUTION: A mentor can support with the information overload ongoing CHALLENGE: Delays in offering onboarding SOLUTION: Mentoring can start immediately CHALLENGE: Too short of a timeframe SOLUTION: A mentoring relationship is typically 6 – 12 months CHALLENGE: Not enough resources to go beyond basic HR onboarding tasks SOLUTION: Qualified mentors offer an additional resource to HR and new hires to create a more immersive onboarding experience CHALLENGE: No metrics or accountability SOLUTION: Formal mentoring programs can be measured
  21. 21. HOW TO BUILD AN MENTORING O N B O A R D I N G P R O G R A M FACILITATED BY © Insala All Rights Reserved
  22. 22. First – Who Will Do What? © Insala All Rights Reserved 1. Define role of HR in onboarding. 2. Define role of the mentor in onboarding. 3. Qualify volunteer mentors. 4. Train mentor for their items to ensure consistent communication.
  23. 23. I D E N T I F Y mentors & their respective roles D E T E R M I N E when to introduce the mentor M AT C H based on specific criteria P R O V I D E online information and examples M E A S U R E what you achieved D E F I N E objectives & goals HOW TO BUILD AN M E N T O R I N G O N B O A R D I N G P R O G R A M FACILITATED BY
  24. 24. Define Goals + Objectives © Insala All Rights Reserved Example Goals: • Provide new employee guidance • Increase retention of new hires • Increase time to productivity and accelerate the learning curve
  25. 25. Identify Mentors + Their Respective Roles © Insala All Rights Reserved
  26. 26. © Insala All Rights Reserved Organizational Culture Mentor • Number of years in organization • Business function • Location Job/Skill Development Mentor • Career level • Business function • Skills/Competencies needed • Location Match Participants Based on Specific Criteria
  27. 27. Determine When to Introduce the Mentor Organizational Culture Mentor – Introduce at the beginning of the onboarding process • Provide a warm, positive experience • Support from the beginning • Not tied to formal training, can start the mentoring partnership right away Job/Skill Development Mentor – Introduce after formal training when starting the job • Reinforces learning after formal training • Provides guidance and support when on the job © Insala All Rights Reserved
  28. 28. Provide Accessible Information + Examples Why? • Clarify their role as a mentee • Help them learn about their mentor • Make information about the mentoring experience easy to find © Insala All Rights Reserved
  29. 29. Measure What You Achieved How should you measure the program? • Feedback survey taken by mentoring participants • Feedback from managers – how do they feel the mentee has developed? • Learning plan – What was planned vs. what was achieved © Insala All Rights Reserved
  30. 30. I D E N T I F Y mentors & their respective roles D E T E R M I N E when to introduce the mentor M AT C H based on specific criteria P R O V I D E online information and examples M E A S U R E what you achieved © Insala All Rights Reserved D E F I N E objectives & goals HOW TO BUILD AN M E N T O R I N G O N B O A R D I N G P R O G R A M FACILITATED BY
  31. 31. CASE STUDY © Insala All Rights Reserved
  32. 32. CASE STUDY: Information Overload! © Insala All Rights Reserved New hires were receiving too much information at once during onboarding. The company needed to share accurate and crucial information with new hires without overwhelming them
  33. 33. CASE STUDY: Solution © Insala All Rights Reserved • Mentors were qualified to make sure they provided the best “first impression” of the organization • The qualification criteria ensured that mentors had specific information to impart • Two mentors were allocated each new hire – • A mentor for organizational culture focus • A mentor for a job-specific focus • The purpose of the partnership – information sharing – was clearly communicated to new hires ahead of time
  34. 34. CASE STUDY: Results © Insala All Rights Reserved DECREASE IN COMPLAINTS from managers REDUCTION IN DOLLARS spent on new hires REDUCTION IN FOLLOW-UP phone calls, emails and office visits to HR regarding new hire issues REDUCTION in new hire frustration INCREASE IN NEW HIRE SATISFACTION with the onboarding program
  35. 35. Poll #5 What are you going to do now? – Talk to management about including mentoring. – Definitely adding in mentoring. – Reach out to a mentoring expert (Insala has those!) – We probably cannot do anything right away. – We will think about it for next year.
  36. 36. Final Thoughts © Insala All Rights Reserved 1. Onboarding must focus on culture as well as on the job 2. The secret to successful onboarding is structure + reinforcement 3. The personal touch throughout onboarding is always the most effective 4. What you do now and how you do it will make the difference, one, three, and ten years down the line
  37. 37. Here’s how we can help you do it. At Insala, we can assist you in launching your program at your organization so it is much more successful. PLAN MORE Workshop IMPLEMENT Marketing, Training, Launching, & Facilitating EVALUATE Gap Analysis, Benchmarked Data, 360 Analysis MANAGE Strategic Account Management, Continued Education, Goal Attainment © Insala All Rights Reserved
  38. 38. © Insala All Rights Reserved CONTACT US FOR MORE INFORMATION www.mentoringtalent.com info@insala.com US: (817) 355.0939 UK: +44 (0)207.297.5940 YOUR PRESENTER Judy Corner jcorner@insala.com http://timetrade.com/book/YFDPC JOIN US ON LINKEDIN FOR: • A copy of today’s slides • A link to the webinar recording • A discussion around today’s webinar Q&A

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